Our Process

The Recruiting Process
Evaluating Candidates
Presenting Candidates

The Recruiting Process

Most important to a successful search mission is a thorough understanding of your operations, the specific requirements of the position to be filled and the corporate environment and management style into which the new employee will be placed. Using a proprietary process called Dimensional Search^®, we determine the skills, experiences and personal characteristics necessary to be successful in the position. With this unique process we are able to better identify and qualify excellent candidate-to-position matches.

Our search process is conducted through referrals and by contacting people in the work disciplines and businesses where qualified candidates are most likely to be found. We do not rely on unsolicited resume flow or blind ads.

The talented people we approach are generally not looking for a new position. Most likely, they have not circulated their resumes, nor are they currently reviewing position openings. They are the two-thirds of the qualified workforce who are unreachable except through a custom search approach. They are, however, people who may be interested in an opportunity when it is brought to their attention in a professional and discreet manner.

Our success relies on our knowledge of the industries and occupational disciplines in which we consult and use sophisticated computer technology to manage large amounts of information.

Our inquiries are made in strict confidence, and your company is not identified until a candidate expresses definite interest in the position. I f we feel there is a fit, we then take steps to interest the candidate. For a presentation which provides an overview of our process, please click HERE.

Evaluating Candidates
Once we have identified potential candidates, we perform in-depth interviews with each to determine if they meet all client requirements. Additionally we are alert for any personal or family issues that would restrict the candidate's ability to join our client. In evaluating potential candidates, the SRA consultant will use our Dimensional Search® process which matches the candidate's educational, professional and occupational skills to our client's specific job requirements and needs. The process also:

Confirms that the candidate's past experience and successes will effectively contribute to achieving our client's current and future goals.
Considers whether a candidate's personal style will complement the corporate culture and will mesh well with the hiring manager's personality.
Evaluates the candidate's long-term potential to take on additional responsibilities beyond the current needs.

Presenting Candidates
As candidates express interest in the opportunity, we evaluate each against the Dimensional Search® criteria for the open position. We present for interview only those individuals who best fit the assignment profile.

After the interview or interviews, we debrief both you and the candidate, then follow up to ascertain the candidate's interest, provide additional information and resolve any misunderstandings. We assist in composing and extending the offer and in negotiating any changes. When needed, we can also provide relocation assistance and cost-of-living comparisons. Once the offer is extended, we stay in constant touch with the candidate and his or her family to resolve remaining issues and facilitate a prompt acceptance and early starting date. Back to top